نشریه منابع انسانی ناجا
پیاپی 78 (زمستان 1403)

Organizations have not been successful in finding, growing and retaining employees, especially employees who are flexible and highly adaptable. This shows that these organizations have difficulty identifying the reasons for employees to leave in order to achieve their organizational goals. The main purpose of this study is to identify the reasons for the dismissal of Alborz Province command staff.

The present study is applied in terms of purpose and qualitative in terms of method. For data collection in the literature section, theories were conducted and in-depth interviews were conducted with people who had left the service. The statistical population of the study includes 16 employees of Alborz Disciplinary Command. Due to theoretical saturation, 10 employees were interviewed and then the interviews were analyzed using MAXQDA-2019 software.

After the interview coding process, 60 sub-categories were extracted from the total code and finally 3 main categories were obtained from the ventricles of the sub-categories as follows. The findings show that the reasons for leaving the service can be considered according to The results of the interviews were divided into three areas: organizational, individual and family.

The most important individual factors of resignation: physical, neurological and mental illness, heart disease. And the most important family factors: disagreement with the spouse and parents's illness, as well as the most important factors of leaving the organizational service that had the most frequency in interviews are: not allowing for medical confirmation, lack of past service appreciation and ignoring them, unclear career path High workload, lack of attention to expertise and ethnicity in the organization, etc. are among the factors of leaving the service.

As a new approach in psychology, positivist psychology pays attention to the flourishing of employees and their productive attitudes and mental states, and in recent years, increasing studies have been conducted on its various dimension. In order to gain a more comprehensive understanding of the actions that organizations can take in this field, the present research has reviewed and classified the results of studies related to the factors related to and affected by Positive Psychology.

This is a qualitative applied research and it has been used in meta-composite method. The information sources of this research included articles published in the Iranian scientific databases, which were selected based on the criteria for entering the meta-synthesis process.

By reviewing and analyzing the results of selected articles, the various effects of positive psychology in promoting constructive psychological factors and reducing destructive psychological factors were identified and extracted. Then, these results were classified into seven main categories based on semantic similarity and content affinity: spiritual well-being, Value-based outcomes, psychological outcomes, emotional well-being, behavioral outcomes, occupational outcomes, and family well-being.

Using the findings of this research can play an effective role in improving the well-being and productivity of human resources, including police forces. The implementation of this approach through targeted training programs and organizational interventions has the capacity to create lasting effects in improving the quality of police services and strengthening positive interactions between the police and society.

The purpose of this research was to present a desirable model of intra-organizational social capital development with an emphasis on human capital to achieve organizational goals and excellence of Faraja's employees. This research seeks to develop and present a comprehensive model for social capital development in Faraja.

The research method is a mixed method.Data obtained from interviews and primary documents were analyzed using the Strauss and Corbin data-driven method.Structural equations and the partial least squares method were used to confirm factor analysis and reject or confirm hypotheses using SMART-PLS3 software.The participants in the first phase of this research included managers and experts from institutions related to the Islamic Republic of Iran's Police Force, as well as professors in the fields of public policy, human resources, and organizational behavior at universities in Tehran. The data in the quantitative section were collected using a questionnaire and a sample of 127 managers and junior and senior officers of the Human Capital Deputy of Faraja, which was the basis for the analysis.

In the qualitative section, 355 verbal witnesses were identified from the expert interviews,from which 381 initial codes were extracted. Considering the similarity and combination of the initial codes, 142 unique subcategories were identified, and finally,by categorizing the 142 subcategories into 46 main categories, these 46 categories were finally placed in 21 main groups. A number of the main categories identified in this study were: police legitimacy,law-centeredness,citizens' expectations of the police,focus on new approaches to the police, organizational justice, norm-centeredness of Iranian society,social and legal roles of the police, identification and strengthening of resources that develop social capital,focus on empowering human capital, economic status of the country,etc.The findings from the quantitative section show that the overall fit of the model has been confirmed at a 95% confidence level by the GOF test.

Identification and prioritization of obstacles to the establishment of electronic human resources management.

The current research is fundamental-applicative in terms of purpose and descriptive-survey in terms of data collection method. A mixed method (qualitative and quantitative) was used to conduct the research. In the qualitative phase, the indicators and dimensions of the model were extracted by using library studies and provided to the experts in the form of a semi-structured interview. The statistical population of the qualitative stage was active elite experts and human resources experts, 17 of them were selected as a sample using the snowball method. In the quantitative stage, the statistical population was considered to be a combination of employees based in the police command headquarters, according to Morgan's table and with the help of simple random sampling, 265 of them were determined as a sample.

The indicators extracted from the qualitative stage were provided to the sample in the form of a questionnaire.The validity of the questionnaire was confirmed by experts in the qualitative stage and its reliability was determined through Cronbach's alpha. The analysis of the data from the qualitative part showed said that the obstacles to the establishment of electronic human resources management include; There were infrastructural obstacles, managerial obstacles, process obstacles and other obstacles (cultural, economic, social).In the quantitative part, using structural equation analysis, the causal relationships between obstacles and the establishment of electronic human resources management were investigated.

All the obstacles identified in the research had an impact on the establishment of electronic human resources management. The fuzzy technique was used to rank the obstacles, and based on the obtained relative importance coefficients, the problems of the culture of the organization's employees were the most important and the problems of proper planning were the least important

Cyberspace and the changes that have emerged in the modern world have caused businesses and organizations to update their strategies accordingly. Human resource management, as the regulator of the organization, considers it necessary to adopt a far-sighted approach in the face of such changes. The present study seeks to design a model of the role of cyberspace in the processes of attracting, providing, and retaining human resources in the field and to provide scientific and practical solutions.This study is applied in terms of purpose; qualitative in terms of research method. Grounded theory and three-stage coding were used to analyze the collected data. The statistical population of this study is experts and specialists in human resource management and communication sciences in the police, from whom a total of 25 people were selected through purposive sampling and based on theoretical saturation. In order to ensure the validity of the tool, the opinions of expert professors and participants were used in data analysis, and to ensure reliability, methods of reproducibility and repeatability were used. The findings of this article indicate that the presented model is based on causal factors (the role of cyberspace in attracting labor, communication technologies, digital strategies, and social media), contextual factors (organizational context, social context, communication context), intervention factors (leadership and management, communication tools, ICT, information security, and lack of internal media), and strategies (development of cyberspace strategy and flexibility) in the process of attracting, providing, and retaining human resources. Therefore, it can be concluded that the law enforcement organization, using the presented model, can effectively manage and guide human resource processes, including attracting, providing, and retaining employees, using the capabilities available in cyberspace.

The dangerous mission of creating order and security requires the unfailing and courageous efforts of the agents in the mission scene, but sometimes the agents are interrupted or hesitant in carrying out the mission. Therefore, the present research deals with the factors affecting the courage of the officers of the West police headquarters of Greater Tehran police command.

The present research was carried out by survey-analytical method and it is cross-sectional in terms of time, a researcher-made questionnaire was used to collect data. The statistical population of this research is the employees of Tehran police stations. The sample size is calculated as 187 people and the sampling method is a combination of cluster and simple random sampling. After summarizing the information, Cronbach's alpha coefficient is 740/. was calculated, also statistical methods such as bivariate analysis (Pearson correlation) and multiple regression were used.

According to the results of the regression analysis of this research, the main results of the regression analysis of this research, the main measures taken on courage among the three main factors are internal organizational factors in the first place and factors of extra-organizational factors and individual factors. They are in the next ranks respectively. In the individual factors of personality, adherence to principles and values, and learning and being influenced by organizational culture are the main components of courage and determination to perform duties. In the factors that the organization is also responsible for job satisfaction and non-discrimination, it causes and responsibility increases. Some supporting factors are also implemented outside the organization. This category of support factors can be done through legislative, governance and judicial institutions and even citizens.

The present study aimed to investigate the relationship between self-efficacy, group cohesion, and employee commitment and performance in Imam Sajjad Hospital using a descriptive survey research method. The statistical population in the present study included all employees of Imam Sajjad Hospital in 1403. The sample size was determined by using simple random sampling method and Cochran formula, 265 people. In order to measure the variables used in the study, Evans and Jarvis's teamwork cohesion questionnaires (1986); Pourjafardoost's self-efficacy (2007); Allen and Meyer organizational commitment (1990) and employee performance questionnaires (Zahair et al. (2016) were used. The content validity of the questionnaire has been approved by experts and the supervisor. The reliability of the questionnaire was confirmed by calculating Cronbach's alpha coefficient. Descriptive statistical methods and inferential statistics (structural equation model) were used for analysis. The findings of the study showed that self-efficacy and teamwork cohesion have a positive and significant relationship with organizational performance and organizational commitment in Imam Sajjad Hospital. The results also showed that organizational commitment has a significant relationship with employee performance. The results also showed that there is a positive and significant relationship between self-efficacy, teamwork cohesion and employee performance with the mediating role of organizational commitment in Imam Sajjad Hospital.